...Contents Executive Summary The project aims at the identification of the most important factors that are relevant to job performance for a professional employed as a trainer in the Adventure Sports sector. Through this, we plan to identify the relevant concepts of motivation, personality, leadership and team behavior etc which play a role in these organizations and the impact of these parameters on the performance of personnel employed in this sector. The study was divided into two phases. In the first phase, through extensive interviews, we identified three variables: passion for exploration, independence and recognition as having the maximum impact on the performance of an adventure sports professional. In the second phase, surveys were conducted on a larger sample of people and statistical analyses done to validate the hypotheses that were formed in the first phase. On the basis of this, it was found that the impact the variable passion for exploration has on job performance is completely explained by the three performance dimensions while the other two variables are partially supported. 1. Introduction Adventure Sports refers broadly to all those activities with a certain level of inherent danger and involves a lot of physical exertion from the part of the participants. It involves a wide variety of activities ranging from bungee jumping and water sports to trekking in the Himalayas. From being considered an activity that is aimed at having occasional fun, adventure...
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...Tiangco, Noel Christian B. OM3A- Org Mgt. Employee Empowerment: A Walt Disney Company Case Study Employee empowerment refers to the development of a person's confidence as well as abilities in a business setting. Companies utilize employee empowerment to create strong operating partnerships with personnel and enlighten them various business practices. Common attributes of employee empowerment include instructing employees to understand and feel good about themselves, showing them how to relate to other employees and customers, and offering resources for training and increasing an employee business understanding. The Walt Disney Company is an organization commonly utilized as an example for the use of employee empowerment strategies with their associates. The Walt Disney Company has actually invested copious amounts of time and work in creating a strong organizational society to teach their workers on the Disney Company’s mission and values. According to Disney's corporate website, one of the five crucial characteristics of working for Walt Disney is the passion as well as devotion from actors and staff. Disney, in some cases, describes their workers as cast members in an attempt to break the regular boundaries of the manager/employee relationship. Disney likewise makes use of advancement, quality, community, positive outlook, and decency in their organizational culture for empowering staff members as well as making the Disney Company a unique workplace. Disney...
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...INTRODUCTION Ho et al researched passion at work environment; precisely they concentrated on how job passion may affect employee work performance. Job is “an activity that occupies a major part of many people’s lives”(2011:p.40), therefore this study may benefit firms, managers, employees and scholars. After reviewing previous literature, the authors have problematised the definition of job passion as “imprecise, incompatible, or completely lacking”(2011:p.26), they also identified the gap of linking job passion with employees performance. As “there is a dearth of scientific studies that link job passion to actual performance ratings”(2011:p.27), this research tried to confirm this relationship, and checked if “cognitive engagement is the mediating mechanism”(2011:p.27)between them. THEORY AND HYPOTHESIS The researchers benefited from the premature closures on job passion as they “build on passion research from the social psychological literature”(2011:p.28).They depended on existing literature theories to synthesize their hypothesis, and then they tested this hypothesis to validate the theory. To answer the research question the authors hypothesized that harmonious passion is positively related to cognitive absorption and attention, on contrary obsessive passion is negatively related. And they postulated that cognitive absorption and attention is the mediating mechanism for the relationship between passion with its two forms and work performance. METHODS The authors used...
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...Individual Research Paper: Employee Incentives The purpose of this paper is to discuss incentive programs for teachers. In a society where education is more important as ever, public school districts should be thinking of new ways to encourage their teachers to remain in the educational field. Teachers are leaving their desired profession to find employment that has enhanced incentives. According to Management-People, Performance, Change, “a growing number of companies are launching inititives so that employees can balance their family and work life. The most common inititives are redesigning work, alternative work arrangements, leaves, time-saving assistance, emotional well-being, financial assistance, legal assistance, relocation, health benefits, wellness, parenting, childcare, child develepment, exceptional care giving services, and handling family issues in the office.” In order to preserve respected, qualified, and experienced teachers, incentive programs for educators need to be improved. The school district I will be discussing has 18 schools. According to Connecting Business to the Future website, the school district “is one of the newest school districts in their state. In 2008, it was surveyed to have more than 15,500 and 2000 staff members.” The school district is the 2nd largest employer in their county. I interviewed two high school teachers, and one principal from the school district. They all agreed there is a large turn over with teachers and one...
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...fields: competency, passion, and opportunity. The sweet spot is the section where all three of these arenas intersect. I presented it to Bob, another manager at my company and our discussion led to new perspectives and understandings of each of the three fields. Competency is defined as what you do well. There are many different ways to excel at a job. Bob labeled Jackson, his most tenured employee, as his most valuable worker. His group’s primary objective is to create data for software that helps estimate construction costs. Jackson has worked in residential and commercial construction for more than 20 years. His co-workers frequently rely on his expertise when making their own decision. However, Jackson lacks some technical skills and struggles to come to conclusions without the help of others. He is not the best employee at the typical assignments of his job. He succeeds, because he is very competent in the construction space and he can provide essential insights that no one else can. Excelling in areas crucial to a company’s performance, can be a very valuable asset, even if you lack more traditional skills. While discussing opportunity I asked Bob what the most important part of his job was. Opportunity is the marketability of your services or the activities that best meet the needs of the organization. He stated it was designing systems and procedures for new products and regions. These tasks happen to be in line with his passions. When I asked how his...
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...obtained CE, GS, and ROHS.CCC and many other international certification. Basic Organizational Design Organizational Design refers to the way that an organization structures and aligns its people and resources. Many organizations put a lot of effort into the design of their organization based on the belief that the design has a great impact on the organization's functioning and efficiency. Organizing, the process of structuring human and physical resources in order to accomplish organizational objectives, involves dividing tasks into jobs, specifying the appropriate department for each job, determining the optimum number of jobs in each department, and delegating authority within and among departments. One of the most critical challenges facing lodging managers today is the development of a responsive organizational structure that is committed to quality. The most important strength of a functional organizational design is efficiency. The performance of common tasks allows for work specialization, which increases overall productivity. Workers develop specialized skills and knowledge more rapidly. Training is easier because of the similarity of tasks and the resulting opportunities for inexperienced workers to...
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...Employee Relations Student Professor HSA 530: Health Service Human Resources December 2, 2012 Assignment 4 The measure of greatness of any company is a reflection on the performance of the employees. As a Human Resources executive, it is ultimately your responsibility to make sure that all employees have the proper training and access to any documentation or instruction as to what their job description actually is and how they are to perform in that role. Every company has a particular culture that drives the overall vibe and work ethic of everyone that works there. The relationship with the employee and management is also vital to that person’s success and longevity in that position and as a company you want the most seasoned employees working for you. After the selection of the appropriate candidate has been done, training is the next big task to tackle. You want to make sure that the training is done properly to ensure that the job performance is up to the standards expected by company executive and produce the best outcome possible for the company. This is why it is so important to be able to integrate training and job performance. In an article in Global Knowledge that discusses the integration in how people learn and the job that they do, they named top 10 strategies for a company to keep in mind to help facilitate performance and learning/training integration. The strategies are: • Understand the Job/Role as a System • Link Learning to Business Process ...
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...effort to reach organizational goals” (Robin and Decenzo, 1995). Any successful business knows much of its success is due to diligent workers with excellent productivity. Employees who put forth extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can stymie the progress of a company. Increasing productivity is one of the most critical goals in business and this can only be if the workforce of the organization is maintained. Naturally, organizations seek out individuals who are motivated to perform well in the workplace. In addition, they hope to employ people who have the ability to motivate others with whom they work; subordinates, peers, and superiors to work harder towards the accomplishment of goals assigned to them. “If organizations can motivate employees to become effective problem solvers and to meet or exceed customer expectations, then the organizational goals and objectives can be realized” (Havard press 2005). Worker motivation is essential since there is a direct relationship between motivation and productivity. Only through motivation, can managers’ help their employees generate the excellent performance that enables companies or organizations to boost profitability and survive –even thrive during tough times. Increased...
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...Employee engagement From Wikipedia, the free encyclopedia Jump to: navigation, search Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. Origins Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole. Employee engagement was described in the academic literature by Schmidt et al. (1993). A modernised version of job satisfaction, Schmidt et al.'s influential definition of engagement was "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention." This integrates the classic constructs of job satisfaction (Smith et al., 1969)...
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...organisation. HRM is on managing within the employer- employee relationship. Especially, it involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employee needs. HRM seeks to strategically integrate the interests of an organisation and its employee. It also is a major contributor to the success of an enterprise because it is in a key position to affect customers, business result and ultimately shareholder value. The HR manager, as with another functional manager in marketing, production or finance is responsible for performance. The position exists foremost to help achieve the strategic business of organisation. The HRM has to become more business oriented and strategically focused and they can identify them by some keys role such as strategic partner. The HR manager has the full understanding of strategy and they have the ability to translate it into action. After come to grip with the organisation, finances, people, products and services, customers and its business environment. The HR manager has to demonstrate it the company or organisation how HRM improves business performance and reduces cost as much as possible. For example: buying new machines, cutting down on redundant sectors or training employers and employees to fit with the organisaiton’s strategy. As well as, showing how HRM can helps line managers to better achieve their performance objectives by become a part of business team to establish...
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...productivity, we advise them to consider following advices. First, Company may give high performance temporary employee more incentives. It includes challenge position, bonus and chances to be long-term employee. Some temporary employees are very hard-working and they can get good performance. Because they know they are just temporary employee, if they haven’t got an outstanding performance, they may lose this job easily. So, they worked very hard, even better than some long-term employees. If company cannot recognize this condition, and not give them suitable incentive in time, temporary employee may lose their passion and think there is no need to work hard anymore. Then the productivity of them will lose and company also loses chances to got good employee. In other words, If company can give high performance temporary employee suitable incentives, they will maintain a good state of performance and give company more return. Then both parties can benefit from it. Second, Company should treat regular employee and temporary employee equally. That means Distribution of tasks and quantity of work should be based on the ability and time and other reasonable consition of all employees, rather than just the nature of employee’s job. So, temporary employee will feel more fair and would like to work harder instead of complain. Besides, Company may also provide chances to temporary employee to attend some company activities. Like let them join in company’s party, ceremony and clubs...
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...discussions of the processes JetBlue initially utilized to staff their start-up airline, and the challenges faced in obtaining the desired employees to achieve the five core values which are: Safety; Caring; Integrity; Fun; and Passion. Company leadership and human resources began by working together to establish the company values in order to identify the traits desired for employees. Descriptive discussion of the recruiting efforts used, laws that needed to be considered; selection processes; appraisal systems; compensation; and benefits, are included within. When staffing the new airline began research needed to be done in advance of any recruitment efforts could starting. Hours of work were invested prior to the first interview in order to prepare to find the ideal candidates. National employment laws and statutes had to be identified in order to comply with the requirements of each. Three examples of such laws are The Equal Pay Act of 1963; The Age Discrimination in Employment act; and the 1990 Act of Americans with Disabilities (ADA). The first National Employment law that we will discuss is the “Equal Pay Act of 1963” (Mondy, 2008, p. 59). This law forbids the employer from paying employees of opposite genders different amounts, if the same job is performed; they have equal skills and responsibilities, and are performed under similar working conditions. (A1) The “Age Discrimination in Employment Act” (Mondy, 2008, p. 62), was ratified to law originally in 1967...
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...Introduction: There is a common business saying that “follow your passion and success will follow you”. Shanaka Fernando is a visionary businessman who has a passion for helping people. He decided to open a restaurant where customer would decide how much to pay for their meals and extra donations would fund another customer’s meal who normally could not afford. He opened Lentil as Anything nine years ago, which are now a chain of vegetarian restaurants across Melbourne. Lentil as Anything or Lentil for short, also believes in assisting their employees by sponsoring some of them get their Australian visa, and management have extended this culture by hiring people who are struggling to find employment. However, despite Shanaka’s and his team’s passion, they have failed to run an efficient and successful organisation. Throughout the day-to-day operation of the organisation, poor management and ‘no-structure’ culture has contributed to the struggles within Lentil’s operation. This essay will discuss the mismanagement in the organisation and suggests what managers can do to turn it into a successful firm. First discussion is regarding no quality control for their products and services. Quality plays a significant role on both products and services that meet or exceed customer's expectations. Secondly, it will discuss the issue regarding Lentil’s operation is running without any form of financial management in place. Financial management is crucial with planning, controlling and...
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...Job Description Job summary Apple Inc. requires a permanent, full time employee for the role of a Market leader; your job will involve leading a group of Apple employees in advertising our company and products. You will construct strategies and tactical teams to contain a constant influence in many locations. You will have to be good with customers and understand there buying habits. Requirements: • Business and management or Psychology Degree • You have at least five years of experience managing a complex business across multiple locations. • At least a degree in IT and Computer Reasonability’s • You will have to lead and manage a team • Maintain a constant influence in every location • Operate in many segments such as sales, training, technical support and business. • Be able to maintain peak performance • Provide guidance for each store to achieve market goals • You’ll need to be flexible with your schedule Description As a Market Leader, you inspire teams to provide skills that form customer loyalty and monitor the development of your managing ability. You lead your staff to sustain maximum performance and work with them when required. You will have numerous tasks which can involve the controls of sales, training, technical support and business-focused segments. As each store experiences rapid development and continuous transformation, you continually have to redeploy your teams on providing a quality experience for each customer at the Apple Store. You...
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...Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized”, Shuck B & Wollard K (2010) - Human Resource Development Review. This emotional attachment could be described as a passion for the organisation and their part in it and a feeling that they can make a difference. “Engagement is about passion and commitment-the willingness to invest oneself and expand one’s discretionary effort to help the employer succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer”, BlessingWhite, 2008; Erickson, 2005; Macey and Schnieder ,2008. Definitions of Employee Engagement often contain references to other related concepts, such as Job Satisfaction and Organisational Commitment and indeed, an engaged employee will often exhibit these traits, but they in themselves do not define employee engagement. Employee Engagement is a two way bilateral relationship, whereas Job Satisfaction and Employee Commitment tend to concentrate on what the employee is providing to the employer...
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